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Hi fishes,
I interviewed with Siemens Energy for SAP ABAP position on 21st Jan. The interview went on for about an hour and in the end, the interviewer asked my expected ctc and wanted assurance if I won't negotiate on Siemens offer with some other company as i am currently serving notice period and join Siemens if provided an offer.
Till now , the HR team has not reached out to me for salary discussions and my LWD is 7th Feb. Can i expect a call or i got rejected ?Siemens
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What Recruiters Actually Do (When We're Good)
Sourcing — Boolean strings, LinkedIn X-ray searches, GitHub for developers, Behance for creatives, niche job boards, industry events, and referrals that an ATS could never generate.
Qualitative assessment — Reading between the lines of a resume. Connecting dots that software can't. Seeing that 4 years at a startup = 8 years at a megacorp.
Relationship management — Selling the role, managing expectations, negotiating offers, handling counteroffers, and keeping candidates warm through long interview processes.
Hiring manager consulting — Telling a VP that their "must have 10 years of [new technology]" requirement is impossible. Pushing back on degree requirements. Educating on market realities.
Process ownership — Scheduling (still mostly manual), feedback collection, debrief facilitation, offer approval navigation, background check coordination.
Candidate experience — The single biggest differentiator between good recruiters and bad ones. Keeping people updated — even with bad news — is free and rare.
Thanks for the explanation!
Chief
The ATS is just a filing cabinet. Recruiters get 100’s of people reaching out to day a week. They focus on who applied first and then, work from there. I made a video about the ATS. I know you’re frustrated, but you don’t know the full picture. 😅
What is an ATS? And Why It’s Blocking You from Interviews
https://youtu.be/8FAhAwtpYyw
I wonder where all those “good and qualified” recruiters and HR are.
Every second one does not bother with an automated “we received your application” message.
Nine out of ten find it too difficult to send an automated “thank you for applying, but you were not selected” message or any other application status update.
And now there is a new level of “we will ghost you” behavior. They will ghost you right after asking for availability. With that, I can’t help wondering if I was expected to bingo the one and only correct time slot and lost the game.
there’s way more manual stuff recruiters do than ppl realize, but yeah ATS is brutal for a lot of resumes. Like, even if you match the job, if your formatting is off or you miss a couple keywords, the recruiter will probably never even see your application.
My resume got trashed by Workday last year - completely invisible in the system. I only found out after I manual tested it through a couple resume scanners like Resume Worded, ResumeJudge and Jobscan. They showed my resume was missing some dumb little keyword and the way I formatted the skills section was getting skipped. After that, I tweaked my resume and got way more callbacks.
It’s crazy how much you gotta tailor everything for the machine first. I swear, recruiters just filter on a couple keywords and let the bots do the rest. Anyone you know actually had their resume make it through after reaching out on LinkedIn? Super curious if that works, all my attempts have been ghosted so far.
Not that I know of. People I know who reach out don't get responses back from these people on Linkedin.
Recruiters still play a key role beyond interviews – they source candidates, coordinate hiring, check fit, and manage communication, while ATS mainly filters resumes by keywords before a human sees it. I’ve checked is flexjobs legit https://flexjobs.pissedconsumer.com/review.html liked it as a curated platform for remote flexible roles where listings are hand-screened, which helps reduce noise and find opportunities faster and focused on legit jobs.